1) Clearly define how the policy applies to all pregnancy outcomes
Parental leave policies include the amount of paid time offered and the tenure needed to be eligible – but it’s not always clear what’s available to those experiencing loss.
We often see companies include paid leave for miscarriage in their bereavement or paid leave policies, but it’s rarer to see later-term loss defined within the policy.
Parental leave policies should clearly outline how much time employees who experience second and third trimester loss are eligible for - for both birthing and non-birthing parents with a partner experiencing loss.
Having this information readily available will help avoid confusion or uncertainty for the employees who need it.
If you’re looking for sample language, refer to our parental leave policy sample wording resource to get started.
2) Be proactive to show you’re there for them
It’s critical that employees know you’re there to support them through such a deeply personal and traumatic time.
To show your support, the number one thing to do is follow the employee’s lead – and if you’re unsure what they need, simply ask.
There are also tactical ways managers specifically can support a direct report experiencing loss:
- Clear their calendar and cover any immediate responsibilities once you hear their news
- Navigate communication within your team and organization based on their preferences
- Encourage them to take the full amount of paid leave they’re eligible for so they have enough time to grieve and heal
- Set up regular wellbeing check-ins when they return to work so they have a safe space to share any additional support they need
Finally, if your company offers special services like counseling, community support groups or other grief resources, make sure to share this information so they know it’s there if they need it.
3) Allow flexible work options
Employees will need to recover both physically and emotionally through pregnancy loss., so providing flexibility will be instrumental to an employee’s experience as they heal and return to work.
Are you at an in-office or hybrid company? Allow them to work remotely as they ramp back up if it feels easier for them to return.
Do you have a “camera on” environment? Let them know they can keep their video off for the first few weeks if it makes them more comfortable.
Is this employee in a client-facing role? Create a re-onboarding plan that allows them to ease back into these meetings when they’re ready vs. diving right back in the day they return.
By making these additions to your parental leave policy and focusing on how to make the experience a little easier, your employees will feel supported while they get back to 100% after experiencing the loss of a child.
